I N S I D E

T H I S I S S U E :

TSP Update:

CARES Act

1

Impact on

COVID-19 on

FWS

2

Cancel FEGLI

Before Retire-

ment? Think

Twice!

2,

3

DCHRM S

Updates

4

TSP Temporary

Loan Option Is

Now Available!

4

Protecting Em-

ployees, Ena-

bling Reemploy-

ment (PEER)

5

Tricare Benefits

for Activated

National Guard

and Reserve

6

The Hatch Act:

Do’s and Don’ts

7,

9

<NAF> Leave a

Healthier Life!

8

An Apple a Day

Does Keep the

Doctor Away..

Sort of

10

About DCPAS 11

BENEFACTS NEWSLETTER J U L — S E P 2 0 2 0 V O L U M E 1 4 , I S S U E 3

A NEWSLETTER PUBLISHED BY THE BENEFITS AND WORK LIFE PROGRAMS DVISION

The CARES Act allows temporary loan and withdrawal options to TSP partici-pants affected by COVID-19.

Both the loan and withdrawal options are available to you only if you can certi-fy that you meet one or more of the fol-lowing criteria:

–You have been diagnosed with the vi-rus SARS–CoV–2 or with coronavirus disease 2019 (COVID–19) by a test ap-proved by the Centers for Disease Con-trol and Prevention.

–Your spouse or dependent (as defined in section 152 of the Internal Revenue Code of 1986) has been diagnosed with such virus or disease by such a test.

–You are experiencing adverse financial consequences as a result of being quar-antined, being furloughed or laid off or having work hours reduced due to such virus or disease, being unable to work due to lack of child care due to such vi-rus or disease, closing or reducing hours of a business owned or operated by the individual due to such virus or disease, or other factors as determined by the Secretary of the Treasury (or the Secre-tary's delegate).

Increased maximum loan

amount The maximum loan amount is in-creased from $50,000 to $100,000, and the portion of your available balance you can borrow is raised from 50% to 100%. The deadline for applying for a loan with this in-creased maximum will be in Sep-tember 2020.

Temporary suspension of loan payments You may suspend your obligation to make payments on your TSP loan or loans for 12 months, which will also extend the term of your loan by 12 months.

CARES Act withdrawal options You may make a one-time withdraw-al of up to $100,000 from a civilian or uniformed services account. For those still in federal service, the usu-al requirements that you be at least 59 ½ years old or certify that you meet specific financial hardship cri-teria are waived. This withdrawal will be eligible for the favorable tax treatment with all of the same op-tions and restrictions. The deadline for applying for this withdrawal will be in December 2020.

For more information, please visit: https://www.tsp.gov/whatsnew/Content/coronavirus/index.html

TSP Update: The Coronavirus Aid, Relief,

and Economic Security (CARES) Act

P A G E 2 V O L U M E 1 4 , I S S U E 3

The Federal Employees' Group Life Insurance (FEGLI) Program offers many life insurance options for employees and retirees. Aging participants often decrease or cancel coverage due to cost increases over time. Canceling FEGLI before retirement may cause an annuitant to miss a substantial free benefit for family members.

Allen is 64 years old, retirement ready, and had FEGLI for his entire federal career. Due to the extra cost of FEGLI Optional coverage, he recently chose to decrease his coverage to Basic. Allen called his local HR benefits center to begin the process of re-tirement and spoke with Jon. Allen mentioned that he was thinking about canceling his FEGLI coverage completely because of a discussion he had with a retirement service company that advised him. Sur-prised by what he heard, Jon asked about this re-tirement service company and Allen was sure the advice was from a valid federal retirement group.

As a result, Jon shared some valuable information to help Allen make an informed decision. Allen did not realize that the company he was talking with was not the federal government, but a private com-pany offering retire-ment services. This company advised Allen to cancel his FEGLI coverage and enroll in their pro-gram. He was con-fused, bothered, and felt pulled in many directions. Jon was able to counsel Allen and help him sort through his thoughts to make the right decision. Allen decided to keep his FEGLI cov-erage and not listen to the biased advice. Now Al-len’s family will benefit in the future at minimal to no cost. (continue to next page)

The Deputy Secretary of Defense first implemented the travel ban for Department of Defense civilians on March 13, 2020 due to COVID-19. Since then, Wage and Salary Division personnel have been una-ble to collect wage data by personal visit to private sector companies for full-scale surveys as required by part 532 of title 5, Code of Federal Regulations (CFR). As a result, FWS wage schedule adjustments for full-scale surveys provide only the minimum increase mandated through Fiscal Year (FY) 2020 appropria-tions law. This is commonly referred to as the “pay floor increase” provision. Each impacted FWS wage schedule contains the following special wording an-notating this change: “Due to COVID-19 restrictions, the FY 20 wage survey could not be conducted in conformance with 5 CFR 532 requirements. Per OPM guidance, only the FY 20 pay floor increase provision identified in CPM 2019-26 has been ap-plied to these schedules.”

By the end of June, Wage and Salary Division issued 28 FWS wage schedules applying only the FY 20 pay floor increase provision. These schedules impact approximately 8,500 blue-collar employees. It is worth nothing that wage change surveys, which are conducted in the interim years during which full-scale surveys are not, currently allow for data collec-tion by telephone or mail under 5 CFR 532.247. At this time, no wage change surveys have been impact-ed and FWS wage schedules continue to be issued as normal for those areas.

Impact of COVID-19 on Federal Wage System (FWS)

Wage Schedules

Cancel FEGLI Before Retirement? Think Twice

P A G E 3

“Think twice

before you cancel

FEGLI prior to

retirement”

“Use FEGLI

calculator for

your cost and

options”

“Avoid throwing

away a free

benefits”

B E N E F A C T S N E W S L E T T E R

FEGLI Conclusions and FAQs

Be careful of private companies that disguise themselves as official federal government entities. While they may offer valid services, they often try to sell insurance and do not always give complete information.

Many life insurance policies are availa-ble. Anyone can have FEGLI and an-other life insurance policy at the same time. An annuitant is permitted to have multiple life insurance policies, federal or non-federal.

A retiree can elect to keep FEGLI cov-erage at no reduction, or at 50% or 75% reduction. See FEGLI calculator for details on cost and options.

https://www.opm.gov/retirement-services/calculators/fegli-calculator/

Once turning 65, FEGLI Basic cover-age at a 75% reduction is FREE for re-tirees! Example: $100,000 Basic cov-erage reduced by 75% = a $25,000 life insurance policy at no cost for the life of the retiree.

Many retirees have paid into FEGLI for their entire federal career. Taking the 75% reduction at age 65, allows the retiree’s family to benefit from years of premium payments with no additional cost.

What are the requirements to take FEGLI into retirement?

Must be insured 5 years prior to the date of retirement or earliest oppor-tunity to enroll. This applies to each FEGLI Option.

Must be enrolled on the date of retire-ment.

Must retire on an immediate annuity.

Must not have converted FEGLI cover-age to an individual policy.

What if I am 63 when I retire and choose a Basic FEGLI coverage 75% reduction?

You will pay the Basic premium monthly and have no reduction until you reach age 65. After your turn 65, you will pay nothing and your coverage will decrease 2% each month until it reduces 75%.

What if I am still working at 65, can I reduce my coverage to 75% and pay nothing?

No, the reduction options are available only to retirees.

Talk with your local HR specialist if you have questions about your FEGLI. Do not be swayed by non-federal com-panies eager for your business. Know your options before retirement to avoid throwing away a free benefit for your family.

For specific details on FEGLI in retire-ment see instructions on SF2818: https://www.opm.gov/forms/pdf_fill/sf2818.pdf

Cancel FEGLI Before Retirement?

(continued)

DCHRMS and COVID-19

P A G E 4 V O L U M E 1 4 , I S S U E 3

Amid the COVID-19 pandemic, the Defense Civilian Human Resources Management System (DCHRMS) migration is still underway! The talented minds behind this massive transition is comprised of personnel representing Human Re-sources (HR) services department wide. The team includes individuals with diverse expertise and top level experience working toward a common vision. The vision is to deliver a system that supports the ever changing need of the HR services. Throughout the course of this transition, the DCHRMS working groups have experienced and overcome several challenges along the way. Chal-lenges are expected for a project of this magnitude and with various complexities. Each challenge was necessary in order to identify, plan for and mitigate issues prior to implementation Department of De-fense (DoD) wide.

The team rapidly adjusted to a virtual work environ-ment and is still making remarkable progress. De-spite connectivity problems, the team continues to make extraordinary progress through daily stand-ups and breakout sessions in an attempt to align, manage and prioritize work. The new DCHRMS Webpage is now Live! The webpage was designed to provide the most up to date DCHRMS information, keeping you informed every step of the way. For more insight, visit https://www.dcpas.osd.mil/OD/DCHRMS. This new website features DCHRMS Newsletters, a fact sheet and many other resources to keep you in the loop! Next Step: Conference Room Pilots scheduled for July 2020 Next DCHRMS Newsletter publishes in July 2020

TSP loan options for COVID-19 affected participants

now available!

As of 15 June, 2020, TSP loan options for COVID-19-

affected participants now available.

TSP participants affected by COVID-19 (as defined by

the CARES Act, P.L. 116-136) may now apply for a TSP

general purpose loan with an increased maximum loan

amount (lessor of $100,000 or 100% of vested account

balance). These participants may also temporarily sus-

pend payments on TSP loans they currently have and

on loans taken between now and November 30, 2020.

The deadline for applying for a loan with an increased

maximum is September 18, 2020. The deadline for

requesting suspension of loan payments is November

30, 2020. Loan payment suspensions will last for the

rest of calendar year 2020.

For more information, please visit:

https://www.tsp.gov/whatsnew/Content/

coronavirus/loans.html

https://www.tsp.gov/PDF/formspubs/tsp-46.pdf

P A G E 5

“PEER Initiative

serves as an

opportunity for

workforce to

receive needed

timely benefits

though a modern

and efficient

worker’s

compensation

system”

B E N E F A C T S N E W S L E T T E R

Earlier this year the Department of Labor provided implementing guidance for the Protecting Employees, Enabling Reemployment (PEER) Initiative. The PEER initiative serves as an opportunity for heads of federal departments and agencies to recommit to a safety-and health-conscious federal workforce—a workforce that can receive needed timely benefits through a modern and efficient workers' compensation system. The PEER Initiative supports the President's Management Agenda – Modernizing Government for the 21st Century, as well as the President's Initiative to Stop Opi-oid Abuse and Reduce Drug Supply and Demand.

The PEER Initiative provides perfor-mance goals in seven areas:

1. Reducing total injury and illness case rates;

2. Reducing lost-time injury and illness case rates;

3. Increasing the timely filing rate for workers' compensation claims (forms CA-1/CA-2);

4. Increasing the timely filing rate for wage-loss claims (form CA-7);

5. Increasing the rate of return-to-work outcomes during the initial 45-day post-injury period for traumatic inju-

ry cases (Continuation of Pay – COP);

6. Improving the rate at which employ-ees return to work in cases of moder-ate to severe injury or illness; and

7. Implementing and fully using the U.S. Department of Labor's (DOL) electronic filing system, the Employees' Compensation Oper-ations and Management Portal (ECOMP) by September 30, 2020.

The goal set for each of the items is chal-lenging to meet and it is expected that performance will improve over years. The Department of Labor is using 2020 as the baseline year for Goal 5 so no per-formance targets will be set for this year.

For 2020, the Department is meeting targets for Goals 1, 2, and 7. The target for Goal 3 is 98% timely filed claims. The Department is currently filing timely at a rate of 97%. The target for Goals 4 is 94% timely filed claims and the Depart-ment is currently filing at a 93% timely rate.

The PEER initiative should help the De-partment maintain its success at contain-ing workers’ compensation costs, which have gone down for the last seven con-secutive years.

Protecting Employees, Enabling Reemployment (PEER)

P A G E 6 V O L U M E 1 4 , I S S U E 3

TRICARE Benefits for Activated National Guard and Reserve Members

On March 27th, 2020, President Trump signed an executive order authorizing the Pentagon to call-up individuals from the Individual Ready Reserve, reserves, and the National Guard to assist with the national response to the novel coronavirus (COVID-19) pandemic. Over the weeks and months that followed, “thousands of National Guard and Reserve service members” were mobi-lized across the country to support the fight against COVID-19. If you were one of the many that were activated to military service in support of COVID-19, and if your active duty orders lasted for more than 30 days, you are eligible for Tricare healthcare bene-fits for the full length of your active-duty service. Once your Active Guard Reserve (AGR) Title 32 or Title 10 orders of “30 or more days are updated in the Pentagon's personnel system, known as the Defense Enrollment Eligibility Reporting Sys-tem (DEERS), you are then automatically enrolled in the Tricare Prime plan. This plan allows you to receive primary and specialty care with no out-of-pocket costs, but does require referrals if you need to see anyone other than your primary care provid-er. If you live within about 45 minutes of a mili-tary treatment facility, it could also mean that you're required to be treated on base. That could be a big change if you already have medical care in your community that you know and like.” Besides Tricare Prime, servicemen may also enroll in Tricare Select. Enrollment in Tricare Select al-lows you to be seen off base at a civilian doctor of your choice, and does not require referrals for spe-cialty care. However, you will be required to pay cost shares, with a $1,000 cap each year. How much you pay for visits depends on when your ser-vice member first joined the military and whether your doctor is in-network. Since your enrollment defaults to Tricare Prime, if you want to instead use the Tricare Select plan, you'll need to call your regional contractor.

However, it is important to note that if you are

“eligible for or enrolled in the Federal Employees

Health Benefits (FEHB) program” you may not

participate in the Tricare Select option.

Although enrollment in Tricare is automatic for eligible service members, it is the service mem-ber’s responsibility to ensure their dependents personal information remains current in the DEERS system. This safeguards yourself and your family against any obstacles that would impede access to military healthcare, delays with claims processing, and income tax reporting to the IRS, in the event of your activation. For more information on your eligibility for Tri-care programs you may visit

https://www.military.com/benefits/tricare/everything-you-need-know-about-tricare-and-national-guard-and-reserve-activation.html

P A G E 7

The Hatch Act: Do’s and Don’ts

B E N E F A C T S N E W S L E T T E R

It is, once again, an election year, and

federal employees are subject to the

Hatch Act. The Hatch Act of 1939

(officially known as An Act to Restrict

Pernicious Political Activities) is a feder-

al law that applies to all executive

branch employees (with the exception of

the President and Vice-President). Pur-

suant to the Hatch Act, executive branch

employees are prohibited from engaging

in some forms of political activity.

Under the Hatch Act, federal employees

fall within two categories: less restricted

and further restricted. Further restrict-

ed employees are those employees who

work for intelligence and law enforce-

ment agencies; within the Department

of Defense (DoD), further restricted em-

ployees are employed by the National

Security Agency (NSA), Defense Intelli-

gence Agency (DIA), National Geospatial

Agency (NGA), Office of the Director

National Intelligence (ODNI), and Sen-

ior Executive Service (SES) employees.

Within DoD, all other employees fall un-

der the less restricted category.

In accordance with the Hatch Act, less

restricted employees may take an active

part in partisan political management

and/or partisan political campaigns.

They may not: use their official authority

(or influence) to interfere with or affect

the result of an election; use their official

titles or positions while engaged in polit-

ical activity; invite subordinate employ-

ees to political events (or suggest to sub-

ordinates that they attend political

events or undertake any partisan politi-

cal activity); solicit (to include ac-

ceptance/reception) donations or contri-

butions for a partisan political party,

candidate for partisan political office, or

partisan political group; be candidates

for partisan political office; solicit or dis-

courage the political participation of an-

yone who has business pending before

their employing office; and/or engage in

political activity while on duty, in any

federal room or building, while wearing

a uniform or official insignia, or using

any federally owned or leased vehicle.

(This includes distributing or displaying

campaign materials, performing cam-

paign related work, wearing or otherwise

displaying partisan political buttons, t-

shirts, signs, or other paraphernalia,

making contributions to a partisan polit-

ical party, candidate, or group, posting a

comment to a blog or social media site

that advocates for or against a partisan

political candidate, office, or group,

sharing email account or distributing

social media that advocates for or

against a partisan political party, candi-

date, or group).

In contrast to less restricted employees,

further restricted employees are prohib-

ited from taking an active part in parti-

san political management or campaigns.

Like less restricted employees, further restricted employees are subject to the same base prohibitions.

Unlike less restricted employees, further restricted employees are also subject to other, more stringent prohibitions, such as, they cannot:

(continue to page 9)

“The Hatch Act

prohibits from

engaging in some

forms of political

activities for less

restricted and

further restricted

federal

employees”

Live a Healthier Life! Free Program s

available through the DoD NAF Health Benefits

P A G E 8 V O L U M E 1 4 , I S S U E 3

One-on-one support from your health coach to manage your health and your way!

Take advantage of FREE one-on-one health coach support through the Aetna Health Connections Disease Management Program. This program pro-vides support for more than 35 conditions such as diabetes, heart disease, asthma, and low back pain and many others, so it’s likely it will help with your condition, too. It’s a powerful step to be your healthiest – your way. This program helps you fol-low your doctor’s treatment plan and do what’s best as you are in charge of your health care jour-ney.

You choose why, when, or how often to speak with your one-on-one health coach as you can stay in touch by phone, email, or chat. You will also get healthy tips through a newsletter which sent straight to your mailbox. Your coach is not only a registered nurse, but also a personal support sys-tem for your health. Your coach can help you un-derstand a doctor’s treatment plan, recognize any medicinal side effects, and help you to take healthy steps, like becoming active or making good food choices.

Of course, only you and your doctor can decide on the best course of action for you. But your health coach is right there with a supportive tips and ide-as to help.

Three easy ways to get started: 1) You may receive a call or letter from Aetna to join the program; or 2) Your doctor or care management nurses may be alerted based on your pharmacy and medical claims; or 3) You can reach out to Aetna directly.

This FREE program provides support for more than 35 conditions. To find out more, just call 1-866-269-4500.

What is Metabolic Syndrome?

One way to stay on top of your health is to “know

your numbers” by completing a metabolic screen-

ing. This screening consists of a simple blood test,

a waist measurement, and blood pressure check

that determines if you are at risk for having Meta-

bolic Syndrome (also known as MetS). This is the

name given to a group of 5 risk factors that can set

the stage for heart disease, stroke, and diabetes.

Knowing your numbers gives you the advantage of

being able to take action to improve your numbers.

Eligible members, including covered spouses, can

earn $150 in Health Incentives for completing this

screening each year (must be completed by 30 No-

vember each year). Be sure to register for this

FREE screening done with Quest by visiting

https://www.nafhealthplans.com/wellness/

biometric-screening-metabolic-syndrome/.

Work with a wellness coach for FREE!

With Aetna’s Healthy Lifestyle Coaching program, you choose what healthy changes you want to make. Is it time to shed some pounds, eat a healthier diet, exercise more, quit smoking or man-age stress? A wellness coach will guide and sup-port you every step of the way. You will meet regu-larly in virtual meetings with a group of people who want to make similar changes.

Plus, the program is already part of your health

plan, so there is no cost to you! Covered spouses

and dependents are also eligible to participate. To

get started, call 1-866-213-0153 or visit https://

nafhealthplans.com/wellness to learn more.

P A G E 9

Run as a candidate for nomination or election to a political office in a partisan election; actively participate in partisan political campaigns; hold office in politi-cal clubs or parties; organize/manage political rallies or meetings; assist in partisan voter registration drives; use their official authority or influence to interfere with or affect the result of an election; and engage in political activity.

Penalties for Hatch Act violations in-

clude removal from federal service, re-

duction in grade, being debarred from

federal employment for a period not to

exceed five years, suspension, official

reprimand, and/or a civil penalty that

does not exceed $1,000.

Let’s test your knowledge of the Hatch

Act with these common situations:

Situation #1: Letitia is an adm inis-

trative assistant within a DoD compo-

nent; she is a less restricted employee.

Letitia is aware she cannot wear the t-

shirt she bought at Political Candidate

Alf Schnader’s political rally yesterday

to work. Letitia decides to hang the t-

shirt (“Elect Alf Schnader: Whigs

2020!”) in her cubicle. Has she com-

mitted a Hatch Act violation? Would it

make a difference if she gave the shirt to

her supervisor, instead?

Answer #1: Yes, Letitia has com -

mitted a Hatch Act violation because

she is displaying campaign materials in

a federal workplace. No, it would make

no difference under the Hatch Act if she

gave her supervisor the shirt because

she is still committing a Hatch Act vio-

lation through distributing campaign

materials in her workplace. Under the

Hatch Act, less restricted federal em-

ployees are prohibited from distributing

or displaying political campaign materi-

als in the workplace.

Situation #2: Felix is the SES in

charge of a DoD agency’s line of busi-

ness. Felix is very excited to discover

that Will Picard, the nominee of the

Surrealist Party, is holding a political

rally tonight. Felix wants to become

Will Picard’s running mate for office on

the Surrealist Party ticket, and plans to

announce his candidacy at the rally to-

night. Will Felix commit a Hatch Act

violation by running for office?

Answer #2: Yes, Felix w ill com m it

a Hatch Act violation by becoming Will

Picard’s running mate, and running for

office. As a SES employee, Felix is a fur-

ther restricted employee, and is specifi-

cally prohibited from running for office.

The Office of Special Counsel’s website (http://www.osc.gov) has additional information on the Hatch Act, includ-ing advisory opinions and guidance, for federal employees.

B E N E F A C T S N E W S L E T T E R

“Penalties for

Hatch Act

violations

include removal

from federal

service,

suspension, and/

or a civil penalty

that does not

exceed $1000”

The Hatch Act (continued)

An Apple a Day Does Keep the Doctor Away…

Sort Of

P A G E 1 0 V O L U M E 1 4 , I S S U E 3

Most people are familiar with the old adage – “An

apple a day keeps the doctor away”. Although of-

ten regarded as an old wives’ tale, it may be a little

more steeped in truth than once thought. A

healthy diet in conjunction with other positive life-

style choices plays an important role in disease

prevention. According to the Centers for Disease

Control and Prevention (CDC), chronic diseases

are defined broadly as conditions that last 1 year or

more and require ongoing medical attention or

limit activities of daily living or both. A whopping

six in ten adults in the US have a chronic disease

and four in ten adults have two or more.

Many chronic diseases are

caused by a short list of risk

behaviors: tobacco use and

exposure to secondhand

smoke, poor nutrition, lack of

physical activity, and exces-

sive alcohol use. The CDC

recommends eight healthy

choices to improve your quali-

ty of life and reduce the likeli-

hood of developing a chronic

disease:

Eat Healthy – Maintain a balanced diet of

fruits, vegetables, whole grains, lean meats,

and low-fat dairy products. Visit

www.ChooseMyPlate.gov for recommended

servings.

Quit Smoking – Access free support at 1-800

-QUIT-NOW. Also, many FEHB plans offer

smoking cessation programs at no charge!

Check with your health plan provider for de-

tails.

Get Regular Physical Activity – Aim for

moderate physical activity for at least 150

minutes a week. Be active; incorporate more

physical activity into your daily life like taking

the stairs instead of the elevator, or taking

walking meetings.

Avoid Drinking Too Much Alcohol – Visit

www.cdc.gov/alcohol/ for dietary guidelines

and other resources.

Get Screened – Early detection is key. Uti-

lize the preventive healthcare services offered

by your health plan. Remember, under the

FEHB program in-Network preventive services

are free! Visit www.cdc.gov/prevention/ for

recommended clinical preventive care.

Get Enough Sleep –

Adults should get at least 7

hours. Visit www.cdc.gov/

sleep for more information.

Know Your Family

History – A family history

of chronic disease may mean

you’re more likely to develop

that disease yourself. Dis-

cuss family health history

with your doctor to take

steps to prevent these conditions or detect

them early.

Make Healthy Choices in School, at

Work, and in the Community - Promote

healthy behaviors as part of your and your fam-

ily’s daily life.

Take these steps to cultivate a healthier existence

for you, your family and community. Start with an

apple a day and a brisk walk to your local farmers

market.

4800 Mark Center Drive

Alexandria, VA 22350

Phone: (703) 882-5197

Email:

dodhra.mc-

alex.dcpas.mbx.benefits-

contacts@mail.mil

BE

Knowledgeable

BE

Informed

BE

Reliable

Benefits, Wage, and

NAF Policy Line of

Business CONNECT WITH US!

Follow the Benefits, Wage, and NAF Policy

Line of Business, DCPAS on Twitter

@Lob#3

#DCPASExcellence

https://twitter.com/LOB3Colleagues

2020 Federal Benefits Training

The Benefits and Work Life Pro-gram Division holds Basic, Inter-mediate and Advanced trainings on Federal Employee benefits. For more information, please contact: dodhra.mc-alex.dcpas.mbx.benefits-contacts@mail.mil

BASIC

INTERMEDIATE ADVANCED

***NOTE: Due to COVID-19, all future trainings are

subject to be changed or cancelled.

P A G E 1 1